Relevant bibliographies by topics / Manpower planning

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Manpower planning'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Manpower planning"

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Chhina, Rajoo S., Rajdeep S. Chhina, Ananat Sidhu, and Amit Bansal. "Health Manpower Planning." AMEI's Current Trends in Diagnosis & Treatment 1, no. 1 (March 1, 2017): 53–57. http://dx.doi.org/10.5005/jp-journals-10055-0013.

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ABSTRACT Manpower is the most crucial resource toward delivery of health planning. Health manpower refers to people who are trained to promote health, to prevent and to cure diseases, and to rehabilitate the sick. The aim of manpower planning is to make available the right kind of personnel in the right number with appropriate skills at the right place at the right time doing the right job. Various types of health resources are doctors, nurses, pharmacists, lab technicians, radiographer health assistants, health workers, auxiliary nurse midwife (ANM), accredited social health activists (ASHAs), anganwadi workers, trained dais, and so on. Currently, developing countries including India lag behind suggested norms of required health manpower. Presently, India produces 30,000 doctors, 18,000 specialists, 30,000 Ayurveda, Yoga and naturopathy, Unani, Siddha, and Homeopathy (AYUSH) graduates, 54,000 nurses, 15,000 ANMs, and 36,000 pharmacists annually. This production is not equal across the states, leading to unequal distribution of doctors. Such a skewed distribution results in large gaps in demand and availability. Various reasons for this are skewed production of health manpower, uneven human resource deployment and distribution, disconnected education and training, lack of job satisfaction, professional isolation, and lack of rural experience. The 12th Plan should aim to expand facilities for medical, nursing, and paramedical education; create new skilled health worker categories; enable AYUSH graduates to provide essential health care by upgrading their skills in modern medicine through bridge courses; establish a management system for human resource in health to actualize improved methods for recruitment, retention, and performance; put in place incentive-based structures; create career tracks for professional advancement based on competence; and, finally, build an independent and professional regulatory environment. How to cite this article Chhina RS, Chhina RS, Sidhu A, Bansal A. Health Manpower Planning. Curr Trends Diagn Treat 2017;1(1):53-57.
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MacLeod, William B., Paul W. Huras, and Susan Burns. "Medical Manpower Planning." Healthcare Management Forum 3, no. 2 (July 1990): 28–33. http://dx.doi.org/10.1016/s0840-4704(10)61263-x.

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Choo, Vivien. "Faulty manpower planning?" Lancet 341, no. 8853 (May 1993): 1145–46. http://dx.doi.org/10.1016/0140-6736(93)93155-t.

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Laik, Nang, and Murphy Choy. "Manpower Planning using Heuristics." International Journal of Computer Applications 176, no. 29 (June 18, 2020): 23–28. http://dx.doi.org/10.5120/ijca2020920319.

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Mathur, Atul. "Manpower planning: Theoretical perspectives." IME Journal 14, no. 1 (2020): 111. http://dx.doi.org/10.5958/2582-1245.2020.00015.9.

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Bardens, Rupert, and Dimitris Karagiannis. "Knowledge-based manpower planning." Annals of Operations Research 16, no. 1 (December 1988): 347–74. http://dx.doi.org/10.1007/bf02283753.

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Gass, Saul I. "Military manpower planning models." Computers & Operations Research 18, no. 1 (January 1991): 65–73. http://dx.doi.org/10.1016/0305-0548(91)90043-q.

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FATHIMA, SHIREEN. "MANPOWER PLANNING AND PRACTICES." International Scientific Journal of Engineering and Management 03, no. 05 (May 25, 2024): 1–9. http://dx.doi.org/10.55041/isjem01859.

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This research paper explores manpower planning as one of the most crucial human resource practices. The purpose of the study is to examine the manpower planning and practices in the selected private sector. Key variables including key factors influencing employee work performance, strategic workforce planning challenges, attracting and retaining talent, enhancing manpower planning: managerial suggestion. The total population is 200 and the sample size is 180. The tools used for Non-Parametric U–test, H–test, Run test, and Spearman Rank Correlation. Through a combination of qualitative and quantitative research methods, including surveys, interviews, and data analysis, this research aims to suggest strategies to enhance collaboration, communication, and teamwork to maximize the positive impact of colleague support on work performance.
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Gurunathan, Dr K. Balanaga, and V. Vijayalakshmi V.Vijayalakshmi. "Manpower planning as an aspect towards employee retention." Indian Journal of Applied Research 2, no. 2 (October 1, 2011): 115–17. http://dx.doi.org/10.15373/2249555x/nov2012/43.

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HALL, RANDOLPH W. "Graphical models for manpower planning." International Journal of Production Research 24, no. 5 (September 1986): 1267–82. http://dx.doi.org/10.1080/00207548608919802.

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Dissertations / Theses on the topic "Manpower planning"

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Mak, Chi-yuen Anthony. "A comparative study of manpower planning practices in Hong Kong /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13788127.

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Litzenberg, Ward E. "An Army Reserve Manpower Planning model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA392073.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, June 2001.
Thesis advisor(s): Lawphongpanich, Siriphong. "March 2001." Includes bibliographical references (p. 53-54). Also available online.
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Gürdal, Ahmet E. "Basic computer models for manpower planning." Thesis, Monterey, California. Naval Postgraduate School, 1991. http://hdl.handle.net/10945/26397.

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McCartney, H. N. "Nurse manpower planning in Northern Ireland." Thesis, University of Ulster, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378748.

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Cimburek, Vít. "Plánování posádek v aerolinkách: Manpower Planning." Doctoral thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-2379.

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Náklady na posádky v aerolinkách jsou po nákladech na palivo druhé největší. Cílem aerolinky je zajistit bezpečný provoz s minimálním počtem posádek a tím optimalizovat náklady. Práce popisuje metodiku odhadu počtu posádek na roční období. Používá přiřazení, ve kterém je každému dnu člena posádky přiřazena činnost, kterou vykonává. V práci je popsán nelineární model, který využívá přiřazení a následně agreguje dny pro získání celkového počtu posádek. Model je řešen v programu Premium Solver Platform a Lingu 7.
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Ali, Hassan Ali. "Manpower planning and development in Oman." Thesis, Bangor University, 1990. https://research.bangor.ac.uk/portal/en/theses/manpower-planning-and-development-in-oman(2fa2cd0e-e24d-45d8-9fe6-76d97c143f1b).html.

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1. The Sultanate of Oman is the second largest country in the Arabian Peninsula with a total population of approximately two million. Young people below the age of 15 account for a large proportion (46 per cent) of the po pulation. According to studies carried out by various organizations, (i.e. World Bank, ECWA), it has been found that a majority of the population live in rural areas. 2. Before 1970, Oman had a great shortfall in most economic and social aspects. The dawn of development started after 1970, following Sultan Qaboos Bin Said's accession to the leadership and the launching of a broad plan to modernize and develop the country. 3. Oil is the main source of its economy. According to the Development Council statistics, the share of oil revenue in 1988 accounted for 79.6 per cent of the total. The oil net revenue was (993.6) million Rials Omani from a total of (1247.6) million Rials Omani. Actual development investment increased from (3341) million Rials Omani during the First Development Plan (1976-1980) to (7872) million Rials Omani during the Second Development Plan (1981-1985). The planned development investment during the Third Development vii plan (1986-1990) is estimated as (8164) million Rials Omani. One important factor to be noticed is the attempt of the government to diversify its strategy so as in the long run to depend on other sources rather than oil. Manufacturing is one of the main concerns of development for the government. Despite the dominance of the modern sector (in terms of contribution to the gross domestic product), Oman still remains a predominantly rural society. Up to 80% of the Omani population is estimated to live in rural areas. 4. The rural labour force has been steadily declining, emigrating to urban areas at a rate of 5000 people (mostly economically active males) annually. At present, Omanis form 30 percent of the total labour force employed in the modern sector; most of them occupy jobs at an unskilled and semi-skilled level. At present more than 200 thousand expatriates are working in the modern sector in Oman, which represents 70 percent of the total labour force in that sector. 5. The size of population and its rate of growth are obviously very important elements in the manpower assessment in the long term of the next 15 to 20 years. It becomes a more critical issue when the labour market patterns are not clearly known and defined. 6. Oman relies on a large number of non-Omani workers, essentially because human resource development (education and training of the population to produce an effective modern workforce) cannot keep pace with viii economic growth demands in terms of skilled manpower requirements. 7. The basic fact which should be considered is that manpower requirements are related proportionally to economic growth. In Oman, with late development, high priority was given to economic growth to build up the infrastructure and have a modern state. Economic planners, the executers of development projects and the contractors wish to see as high a rate of economic growth as possible. Although economic planners may acknowledge that reliance on non-Omani workers may present problems, they are not thought important enough to warrant any limitation of economic growth. Clearly then, the planning of human resources development in the Omani context lags behind general economic planning. 8. To cope with manpower requirements, due to the needs created by economic development, Education and Training plans were drawn up to form a human resource development plan. 9. No educational system existed before the 1970s. Only 3 primary schools were available with 900 students. No education for girls was provided. The present situation of education is the result of rapid development. An education ladder was formed which was based on a 6-3-3 structure. Technical and vocational education and training systems were established. The establishment operation of the university has added a new ix dimension in completing the educational system. In 1984/85, more than 225 thousand students were enrolled in educational institutions. 10. Despite the development of education in recent years, Oman is still not capable of meeting its manpower requirements internally. A large segment of the population is functionally illitrate, including a sizeable population of young males with a strong desire to share in the counry's new economic prosperity. The quality of education has also suffered considerably due to the rapid expansion in education. 11. Due to the great demand for labour and the shortage of Omani labour supply, manpower development has become an important issue. The Council of Education and Vocational Training under the Chairmanship of HM the Sultan Qaboos with 9 members at minister's level was formed in 1978 to set general policies of education and training in the context of manpower development. 12. The present trends in manpower development, whether from the education or training side, do not match with the long term objectives, set by the government, nor have they realized the potential to cope with future requirements. 13. This present study of manpower planning and development in Oman dicusses manpower development in relation to manpower planning. This research will analyse the past and present trends of manpower development and anticipate its effectiveness in the future. The manpower x development concept is discussed in terms of its objectives, manpower requirements and social demand. The discussion will highlight the main problems in the present system of manpower development: in the context of manpower planning in Oman. The system of manpower development is also analysed in terms of its relevance to, and possible conflict with the purpose of manpower development schemes. The present focus of such schemes is closely examined. 14. The main problems related to manpower development lie in: [1] The role of the technical and vocational education and training system and its performance in operating (a) The Vocational Education system run by the Ministry of Education and Youth (MOEY). (b) The Vocational Education System run by the Ministry of Social Affairs and Labour (MOSAL). [2] Social pressures from the student population in terms of their expectations on completing their general education versus the government policies 1 in having a sound output of manpower requirement T to fuf ill the country's needs. This create a conflict in the definition of objectives. [3] Lack of enrolment in vocational and training system due to the lack of vocational guidance, the social attitude towards it, and due to the closed xi pattern existing in technical education and training system, in not providing the student with access to further studies. This also affects manpower development schemes. [4] The unstable educational output in relation to manpower requirements. 15. The arguments are developed so 4ko propose a new model of manpower development for the future. This model aims to achieve a new target in producing an integration of educational and training concepts in manpower development. 16. In discussing the various hypotheses, and analysing the various concepts in comparis on with other countries, a new manpower development model will be proposed to meet the objectives and to overcome the above stated problems. This model aims to integrate manpower demands and educational and training outputs in relation to individual aspirations and manpower targets.
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Yamada, Wade S. "An Infinite Horizon Army Manpower Planning model." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2000. http://handle.dtic.mil/100.2/ADA380273.

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Thesis (M.S. in Operations Research) Naval Postgraduate School, June 2000.
Thesis advisor(s): Lawphongpanich, Siriphong. "June 2000." Includes bibliographical references (p. 65-66). Also available in print.
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Holm, Åsa. "Manpower Planning in Airlines : Modeling and Optimization." Thesis, Linköping University, Department of Mathematics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-14757.

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Crew costs are one of the largest expenses for airlines and effective manpower planning is therefore important to maximize profit. The focus of research in the field of manpower planning for airlines has mainly been on the scheduling of crew, while other areas, surprisingly, have received very little attention. This thesis provides an overview of some of the other problems facing manpower planners, such as designing a career ladder, planning transitions and making course schedules.

Mathematical models are presented for some of theses problems, and for the problem of allocating training and vacation in time the mathematical model has been tested on data from SAS Scandinavian Airlines. When allocating training and vacation there are many aspects to consider, such as avoiding crew shortage, access to resources needed for training, and vacation laws. Comparisons between solutions obtained with the model and SAS Scandinavian Airlines manual plan show encouraging results with savings around 10%.

 

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Adams, J. D. "Manpower planning for basic needs in Tanzania." Thesis, University of the West of Scotland, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376089.

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Gribbin, James Owen. "Modelling the nurse manpower system." Thesis, University of Ulster, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329694.

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Books on the topic "Manpower planning"

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Brady, Sharon. Manpower planning. Dublin: University College Dublin, 1990.

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1939-, Thakur Devendra, ed. Education and manpower planning. New Delhi: Deep & Deep Publications, 1990.

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Bennison, Malcolm. The manpower planning handbook. London: McGraw-Hill, 1991.

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Dunne, David L. From manpower planning to human resource planning. Dublin: University College Dublin, 1993.

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Pusat Perencanaan Tenaga Kerja (Indonesia). National manpower planning, 2012-2013. [Jakarta]: Center of Manpower Planning, Secretariat General, Ministry of Manpower and Transmigration of the Republic of Indonesia, 2011.

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Regional Institute of Higher Education and Development. Asian Regional Team for Employment Promotion. Manpower Planning in ASEAN countries. Singapore: Asian Regional Team for Employment Promotion, Regional Institute of Higher Education and Development, 1985.

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F, Forbes Andrew, and McClean S. I, eds. Statistical techniques for manpower planning. 2nd ed. Chichester: Wiley, 1991.

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India, Rehabilitation Council of. Report on manpower development. New Delhi: Rehabilitation Council of India, 1996.

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National Association of Health Authorities in England and Wales. Working Party on Medical Manpower Planning. Medical manpower planningin the NHS: Report of the Working Party on Medical Manpower Planning. [Birmingham]: The Association, 1985.

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Office, National Audit. Manpower planning in the Civil Service. London: H.M.S.O., 1989.

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Book chapters on the topic "Manpower planning"

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Bartholomew, David J. "Manpower Planning." In Encyclopedia of Operations Research and Management Science, 910–12. Boston, MA: Springer US, 2013. http://dx.doi.org/10.1007/978-1-4419-1153-7_573.

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Hopkins, Michael. "Employment and Manpower Planning Techniques." In Labour Market Planning Revisited, 1–24. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9781403920263_1.

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McClean, Sally. "Semi-Markov models for manpower planning." In Semi-Markov Models, 283–300. Boston, MA: Springer US, 1986. http://dx.doi.org/10.1007/978-1-4899-0574-1_15.

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Bulla, Daniel N., and Peter M. Scott. "Manpower Requirements Forecasting: A Case Example." In Strategic Human Resource Planning Applications, 145–55. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1875-0_12.

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Wijnmalen, Diederik J. D. "A Decision Support System For Manpower Planning." In Operations Research Proceedings, 243. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-642-73778-7_57.

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van der Bij, Hans. "Manpower Planning Activities on Management Control Level." In Operations Research Proceedings, 29–35. Berlin, Heidelberg: Springer Berlin Heidelberg, 1985. http://dx.doi.org/10.1007/978-3-642-70457-4_6.

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Garg, Ajay. "Manpower Planning, Hospital Committees and Staff Policies." In Monitoring Tools for Setting up the Hospital Project, 469–510. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-6203-7_16.

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Tzannatos, Zafiris. "Manpower Planning for the Industrial Sector in Ethiopia." In Topics in Policy Appraisal, 33–63. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1007/978-1-349-11423-8_3.

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Bohoris, George A., and Jane M. Thomas. "A Heuristic for Vehicle Routing and Manpower Planning." In Applied Optimization, 256–71. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4757-2876-7_12.

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Hopkins, Michael. "Labour Market Signalling through Survey Analysis - An Alternative to Manpower Planning?" In Labour Market Planning Revisited, 143–83. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9781403920263_6.

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Conference papers on the topic "Manpower planning"

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Saad, Syafawati Ab, Farah Adibah Adnan, Haslinda Ibrahim, and Rahela Rahim. "Manpower planning using Markov Chain model." In PROCEEDINGS OF THE 21ST NATIONAL SYMPOSIUM ON MATHEMATICAL SCIENCES (SKSM21): Germination of Mathematical Sciences Education and Research towards Global Sustainability. AIP Publishing LLC, 2014. http://dx.doi.org/10.1063/1.4887748.

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Halim, Siti Sarah A., and Akram M. Zeki. "Manpower Model for Human Resource Planning Management." In 2012 International Conference on Advanced Computer Science Applications and Technologies (ACSAT). IEEE, 2012. http://dx.doi.org/10.1109/acsat.2012.28.

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Brett, J. F., J. D. McCuish, and K. W. Oates. "Drilling Manpower Planning: Using a Systems Dynamics Approach." In SPE Annual Technical Conference and Exhibition. Society of Petroleum Engineers, 1992. http://dx.doi.org/10.2118/24562-ms.

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Mawandha, H. G., D. Sudigyo, T. Suparyanto, and B. Pardamean. "Application for sugarcane plantation: Manpower and transportation planning." In 1ST INTERNATIONAL CONFERENCE ON ACHIEVING THE SUSTAINABLE DEVELOPMENT GOALS. AIP Publishing, 2023. http://dx.doi.org/10.1063/5.0109205.

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Chen, Chia-Hung, Shangyao Yan, and Miawjane Chen. "A manpower supply planning model for MRT carriage maintenance." In 2008 IEEE International Conference on Service Operations and Logistics, and Informatics. IEEE, 2008. http://dx.doi.org/10.1109/soli.2008.4682826.

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Erigüç, Gülsün. "Density and Number of Physicians in Turkey for the Period of 2002-2012: An Evaluation of Macro Health Manpower Planning." In International Conference on Eurasian Economies. Eurasian Economists Association, 2014. http://dx.doi.org/10.36880/c05.01002.

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Health care delivery requires a sufficient number of manpower. It is recognized that the shortage of health workforce is the most important issue for the health sector. Health manpower distribution should be in a balanced across the country. National human resources for health policies require evidence-based planning. Health manpower planning involves issues such as planning, employment and management of workforce. The main objectives of this study are determine physician numbers, compare the data to OECD and other countries, distribution of physicians, proportion of health employees to each other. The main criteria used in health manpower planning are that the numerical situation of manpower, while the other is distinguishes of manpower according to the regions, provinces and institutions. The Ministry of Health of Turkey Health Statistics Year Books (last one published in 2013 for 2012 data) and the other statistics were used for obtaining data. In Turkey, physicians total has increased by 41,1%, in this period. Specialist physician increased by 54, 2%, general practitioner 25, 8%, medical residents 33, 4%. In 2002, 62, 4% of physicians total were working in the Ministry of Health while 21.9% universities, 15.7% private sector. In 2012, 56.8% of physicians total were working in the Ministry of Health, 20.8% universities, 22.4% private sector. In 2002, Turkey had 139 physicians per 100.000 populations while the number is 172, in 2012. According to the tenth five-year development plan, the number of physicians per 100.000 people are estimated to be 176 for 2013, while 193 for 2018.
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Halim, Enrico, A. A. N. Perwira Redi, and Surya Danusaputro Liman. "Integrating Time Study and Discrete Event Simulation to Evaluate Manpower Planning." In 2023 2nd International Conference on Computational Modelling, Simulation and Optimization (ICCMSO). IEEE, 2023. http://dx.doi.org/10.1109/iccmso59960.2023.00038.

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Smith, Gregory C., and Shiang-Fong Chen. "Automated Initial-Population Generation for Genetic-Algorithm-Based Assembly Planning." In ASME 2000 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/detc2000/flex-14464.

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Abstract Genetic algorithms show particular promise for automated assembly planning. As a result, several recent research reports present genetic-algorithm-based mechanical-product assembly planners. However, genetic-algorithm-based assembly planners require an initial assembly-sequence population, and search efficiency greatly depends upon input-population quality. State-of-the-art genetic-algorithm-based assembly planners use one of two techniques for generating an initial assembly-sequence population: use a user-supplied assembly-sequence set or use a randomly generated assembly-sequence set. Generating a user-supplied initial population requires a substantial amount of manpower. Using a randomly generated initial population reduces search efficiency. As a result, we propose an algorithm for automatically generating an initial assembly-sequence population. Our algorithm calculates component assembly complexity and uses both component assembly complexity and component connectivity to automatically generate a valid assembly-sequence population. Using automatically generated initial populations, we achieve search efficiencies comparable to search efficiencies achieved when using user-supplied initial assembly-sequence populations, while eliminating manpower required to generate user-supplied assembly sequences.
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Kalasky, David, Michael Coffman, Melanie De Grano, and Kevin Field. "Simulation-based manpower planning with optimized scheduling in a distributed multi-user environment." In 2010 Winter Simulation Conference - (WSC 2010). IEEE, 2010. http://dx.doi.org/10.1109/wsc.2010.5679034.

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Simamora, Rianita, Herman Mawengkang, Saib Suwilo, and Muhammad Zarlis. "A mixed-integer model for aircraft fleet assignment and manpower planning problems under uncertainty." In 2ND INTERNATIONAL CONFERENCE ON ADVANCED INFORMATION SCIENTIFIC DEVELOPMENT (ICAISD) 2021: Innovating Scientific Learning for Deep Communication. AIP Publishing, 2023. http://dx.doi.org/10.1063/5.0128467.

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Reports on the topic "Manpower planning"

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Evans, Susan M., and Nicole A. Ritchie. Requirements for an Automated Human Factors, Manpower, Personnel, and Training (HMPT) Planning Tool. Fort Belvoir, VA: Defense Technical Information Center, May 1992. http://dx.doi.org/10.21236/ada258531.

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Moore, S. C., L. T. Looper, J. N. Taylor, and J. R. Thomas. Projection of Air Force Enlisted Manpower Requirements to Support Personnel and Training Planning and Programming. Fort Belvoir, VA: Defense Technical Information Center, June 1985. http://dx.doi.org/10.21236/ada157379.

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Vasanth K, Pooja, and Dwaipayan Banerjee. Operations SOP: How to Organise COVID Vaccination for 200-Person Educational Institutions / Small Organisations. Indian Institute for Human Settlements, 2021. http://dx.doi.org/10.24943/opssop.072021.

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This document details the Standard Operating Procedures (SOP) which can be followed by any small organisations/educational institutions/ apartment complexes (approximately up to 200 individuals) for organising an on-site COVID-19 vaccination drive for their staff, students, residents and family. The sections detail the basic design and process workflow that can be planned within the premises to ensure elimination of unproductive waiting time on one hand and also provide maximum safety for all beneficiaries from chances of cross transmission of COVID-19 infection. The document captures details about the manpower planning, zone demarcations and roles and responsibilities of stakeholders, which can be used as a guideline for setting up similar initiatives. The COVID-19 safety protocols have also been covered to ensure adherence of processes as a safeguard against infections. A section has been added at the end on lessons learnt, which provides an insight on how to further improve the existing process and account for additional aspects which need to be considered for an improved experience and enhanced safety.
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Research Department - Planning & Economic Development - The Japanese Wartime Standard of Living and the Utilisation of Manpower - File 2 - January 1947. Reserve Bank of Australia, September 2022. http://dx.doi.org/10.47688/rba_archives_2006/17583.

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